Observational studyBMJ open2021
The gender wage gap among medical specialists: a quantitative analysis of the hourly pay of publicly employed senior doctors in New Zealand.
Observational study in BMJ open, 2021. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 2 papers.
What it found
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
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Who cites it
2 citing papers in PubMed.
- Women in trauma surgery: advancing our profession through international collaboration.Trauma surgery & acute care open · 2024Article
- Why are women still leaving academic medicine? A qualitative study within a London Medical School.BMJ open · 2022Article
Corrections and comments
PubMed lists nothing against this paper. Absence here is not a guarantee, only a check that was made.
Authors and funding
3 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
objectivesTo estimate the gender gap in hourly wages earned by medical specialists in their main jobs after controlling for age, number of hours worked and medical specialty.
designObservational using governmental administrative and survey data.
settingNew Zealand public employed medical workforce.
participants3510 medical specialists who were employed for wages or a salary in a medical capacity by a New Zealand district health board (DHB) at the time of the March 2013 census, whose census responses on hours worked were complete and can be matched to tax records of earnings to construct hourly earnings.
main outcome measuresHourly earnings in the DHB job calculated from usual weekly hours worked reported in the census and wage or salary earnings paid in the month recorded in administrative tax data.
resultsIn their DHB employment, female specialists earned on average 12.5% lower hourly wages than their male counterparts of the same age, in the same specialty, who work the same number of hours (95% CI 9.9% to 15.1%). Adding controls for a wide range of personal and work characteristics decreased the estimated gap only slightly to 11.2% (95% CI 8.6% to 13.8%). At most, 4.5 percentage points can be explained by gender differences in experience at the same age.
conclusionsMale specialists earn a large and statistically significant premium over their female colleagues. Age, specialty and hours of work do not appear to drive these wage gaps. These findings suggest that employment agreements that specify minimum wages for each level of experience, and progression through these levels, are insufficient to eliminate gender wage gaps between similar men and women with the same experience.
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Registered trials
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